Dr. Jeri DeVale has a Ph.D. in both clinical and organizational psychology and development. She is a change and effectiveness expert located in St. Petersburg, Florida. She works to help you achieve greater success by increasing both the profit and health of your organization simultaneously. She creates a quality control program for the people processes of your organization. It is the quality control of all of the people processes (often the how people go about getting things done) of an organization, including the corporate culture both conscious and unconscious that drives an organization to health, effectiveness and profit. Her Ph.D. dissertation was on Overcoming Resistance to Excellence in Organizations. This includes many elements like correcting communication skills to win -win scenarios: clarifying strategic planning, setting goals and action plans, strengthening mission statement, clearer definitions of goals and objectives, trust building and team building, stress management, re-designing the structure of an organizations, developing the organization skills, resolving conflict and resistance to excellence in organizations. It has a definite focus on action research and learning how to keep an organization healthy and profitable. Any business organization including government entities would benefit from this services. All of the statistics show that organizations that have the highest TRUST levels are the most profitable and healthy. Fees that normally run $250 an hour are available for $60 an hour through the non-profit. Our services are guaranteed. You get your money back if I haven’t helped your organization get healthier and more profitable so we re-evaluate as we go along.
Consultations can be conducted by phone or online thru video conference. Please call at (727) 374-3092 and fill out the form to schedule or get more info on how I can help you.
A dictionary defines it this way:
Organization development (OD) is a conceptual, organization-wide effort to increase an organization’s effectiveness and viability. Warren Bennis has referred to OD as a response to change, a complex educational strategy intended to change the beliefs, attitudes, values, and structure of an organization so that it can better adapt to new technologies, markets,challenges, and the dizzying rate of change itself. OD is neither “anything done to better an organization” nor is it “the training function of the organization”; it is a particular kind of change process designed to bring about a particular kind of end result. OD can involve interventions in the organization’s “processes,” using behavioral science knowledge organizational reflection, system improvement, planning and self-analysis.
Kurt Lewin (1898-1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s. From Lewin came the ideas of group
dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos. Institutionally, Lewin founded the “Research Center for Group Dynamics” (RCGD) at MIT, which moved to Michigan after his death. RCGD colleagues were among those who founded the National Training Laboratories (NTL), from which the T-
group and group-based OD emerged. In the UK, the Tavistock Institute of Human Relations was important in developing systems theories. The joint TIHR journal Human Relations was an early journal in the field. The Journal of Applied Behavioral Sciences is now the leading journal in the field.
Please call or fill out the form on this page to schedule a consultation.